Finding the right person for a job can feel like searching for a needle in a haystack. It’s tricky, takes forever, and sometimes you end up with someone who’s just not a good fit.

Enter the WHO interview method.

Created by Geoff Smart and Randy Street, this method helps you find that perfect candidate faster. It’s a structured way to interview that makes hiring more successful.

So, what’s the big deal?

The WHO method looks at four main things: Outcomes, Competencies, Motivation, and Fit. It’s not just about what a person can do, but why they do it and how they’d fit into your company culture.

In this guide, we’ll walk you through the WHO method and show you how to use it.

What is the WHO interview method?

The WHO interview method wasn’t just made up on the spot. Geoff Smart and Randy Street, experts in hiring, came up with it. Their WHO book on hiring, Who: The A Method for Hiring, is a go-to for companies everywhere.

So, how does it work? The WHO method breaks down hiring into four key parts to make sure you’re getting the right person, not just any person.

1. Outcomes: What results do you want from this person in their job?
2. Competencies: What skills and behaviors do they need to succeed?
3. Motivation: Are they driven and excited about the work?
4. Fit: Will they match your company’s values and culture?

These parts work together to help you build a winning team.

Preparing for the WHO interview with The Job Scorecard

Before you start interviewing, you need to prepare. That’s where the job scorecard comes in. Think of it as your roadmap for finding the right hire.

Typical job descriptions focus on duties but are often too vague. A job scorecard, on the other hand, spells out exactly what outcomes and skills are needed.

Here’s what to put on your scorecard:

• Key outcomes: What results should the person achieve?
• Competencies: Which skills and behaviors are essential?

This scorecard helps you stay focused and consistent in the WHO interview process.

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The WHO interview process

The WHO interview method isn’t about going with your gut; it’s a planned process. Here’s each step:

1. Screening interview: This is a quick way to see if the person is a basic fit. You’ll go through resumes and narrow down the pool.
2. Focused interview: Now it’s time to dig deeper. Look at their work history and see if they have the skills and motivation for the job.
3. Reference interview: Don’t skip this! Contact previous employers to verify their work history and job performance.

Each step helps you get a clear picture of the candidate. By following this process, you can make smart hiring decisions.

Crafting WHO interview questions

Interview questions are key to the WHO method. But they need to be the right type of questions—ones that get real answers.

Try starting with, “Tell me about a time when…” This lets candidates give specific examples from their past. Look for patterns of success or issues that keep popping up. This will help you figure out who’s truly capable and who’s just good on paper.

Using the WHO method in your hiring

The best thing about the WHO method is that it’s flexible. Whether you’re a small business or a large company, you can make it work for your hiring needs.

Think of the WHO method as a toolkit. You can use the parts that fit best for your company.

Many hiring systems use job scorecards and template interview schedules from WHO. This helps keep everything organized.

Use technology to help you out. It can make tracking scorecards and feedback faster and more consistent.

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Why hiring managers love the WHO interview method

WHO the method can make hiring easier and better. Here’s why:

• It improves employee retention. When you hire someone who fits well, they’re more likely to stick around.
• It’s more efficient. With a clear process, you can make quicker hiring decisions.
• It’s fair and consistent. Everyone is judged by the same standards, which builds trust and reduces bias.

Avoiding common hiring mistakes with the WHO hiring method

One common mistake in hiring is going by “gut feeling.” Instincts are natural, but they’re not always right for hiring. The WHO method helps by keeping things objective and based on evidence.

By focusing on skills and outcomes, you’re less likely to hire someone just because they’re charming. The WHO method keeps you focused on what really matters.

Why the WHO methodology is worth implementing

The WHO method isn’t just a trend—it’s a smart, structured way to hire. By setting clear expectations, you’re more likely to get hires who fit well and contribute to your company’s success.

If you’re ready to level up your hiring, try the WHO method. It’s a way to build a stronger, happier team and make your hiring process smoother.

The WHO method isn’t just about asking the right questions—it’s about structuring the entire hiring process for better outcomes. But let’s be real: even with the best interview framework, scheduling and conducting multiple rounds of live interviews is time-consuming. That’s where small business recruiting software comes in. Try Truffle for free today. Book a call now here.

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